d3c03bf8

Medical Cannabis and Your Workplace

Wed, 30 Apr 2025 21:45:12 GMT

With the increased use of Medicinal Cannabis/Marijuana here in New Zealand, I have had a surge of clients call and seek advice about what this looks like in an employment scenario. The answer is very simple and people often get confused because having cannabis in your system whilst at work has historically led to disciplinary action against the employee.

Here’s how an Employer should look at Medical Cannabis.

Simply take out the word cannabis or marijuana and replace it with any other prescribed medication and you should answer your own question. Still confused? Fair enough. Most businesses will have a Drug and Alcohol Policy for their workplace. In this Policy, it should detail prescribed medication. In this section, you would expect the Policy to say that Employees are required to declare any prescribed medication that would potentially have an impact on the Employee’s work.

For example, if the Employee was on a heavy dosage of Tramadol for pain management, they may be ok to work in a non safety sensitive role like in an office, but you wouldn’t allow them to operate heavy machinery. Same principle here. If an employee uses medical cannabis which has legitimately been prescribed to them, then they must follow the Drug and Alcohol Policy and declare the prescription to their employer up front and discuss what this may mean for their work. If your Employer has concerns about your work and the used of the prescribed marijuana, then like any other medication, they may wish to have you obtain a medical certificate detailing that the Employee is safe to work if they consume the marijuana as directed and prescribed. This then shifts the burden of responsibility to the Doctor who issued the medical certificate. If the Employee can’t obtain a medical certificate because the dosage they use would/could impact their ability to perform their duties safely, then the Employer and Employee should have a conversation about the timeframes the Employee is required to take the prescription and whether there are alternative duties available that would be safe, etc. If there are no alternative duties, then depending on the length of the prescription, it may be reasonable for the Employer to place you on leave, or if the use will likely to be prolonged, then potentially look to terminate the Employment under medical incapacity.

Here are some frequently asked questions:

Q: Why do I have to advise my Employer when I’m not impaired, this is private medical information?

Privacy is important, but it is also situational dependent. Under the Employment Relations Act, both Employees and Employers must act in good faith and this may mean that in certain circumstances, you will be required to pass on private information. In such cases where you are taking medication, under the Health and Safety at Work Act, the Employer is entitled to know whether an Employee is taking medication that may have an impact on their work.

You will note that I have highlighted 'may' . It is generally accepted that impairment is subjective and everyone will react to medication differently. That is why there needs to be a line in the sand somewhere that says, impaired or not, you cannot be past this limit. That is why it is very important to be open and honest about your situation so that you and your employer can work through the situation cooperatively. If you can obtain a medical certificate stating that you’re ok to work, then that’s good and your Employer will have to take that into consideration.

Q: What happens if my Employer sacks me because I’m on Medical Cannabis?

An Employer must act reasonably and they will have to justify their decision to terminate. If you are legitimately taking prescribed medication which you have been signed off by a Doctor to use and also work, then it would be difficult for your Employer to justify their decision to terminate. If you can’t get a medical certificate, then there needs to be a constructive conversation between the parties to try and work it out. It may be that if you’re likely to be a long-term user of medical cannabis where you can’t obtain a medical certificate, then it may be reasonable for an Employer to terminate your employment under medical incapacity. If you get to this stage, talk with your Doctor about alternative medication that wouldn’t impact your work.

Q: What happens if I don’t declare that I’m on Medical Cannabis?

You may be in breach of your obligations under the Employment Relations Act and or your workplaces Drug and Alcohol Policy. If you are found to be in breach, you may be liable to disciplinary action.

Q: What happens if I get drug tested?

You will be treated like anyone else who is taking medication. Assuming that you have advised your Employer and obtained a medical certificate stating that you are safe to work. If you produce a “non negative” result, the sample will likely be sent to the Lab for confirmation testing and the Lab will report back on whether the levels in your system are consistent with the prescription. If they are, there shouldn’t be a problem. If they are not, then you could face disciplinary action. If you hadn’t advised the Employer of your prescription prior to the drug testing, then you may be liable to disciplinary action providing the policy requires you to declare the medication.

In conclusion, Medicinal Cannabis is nothing to fear and should be treated like any other medication. As long as there is transparency and honesty, both the Employer and Employee should be able to get through any issues in a productive way.

If you have any questions or queries contact John Dustow, Employment Law Specialist.

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

Putting Safety First, Every Day

Wed, 18 Sep 2024 23:25:31 GMT

At Tech 5, the safety and well-being of our workforce is our top priority. With health and safety at the forefront of every business' mind, we take proactive measures to ensure that every team member goes home safely after a hard day’s work. Whether they’re working in construction, logistics, or manufacturing, we ensure our workers are placed on safe sites, maintaining high standards of risk management.

Our Collaborative Approach to Health and Safety

We recognise that health and safety is a shared responsibility, and we take this partnership seriously. By working closely with our clients, we collaborate in line with shared duties requirements to manage risks effectively. Together, we strive to ensure that every workplace meets rigorous safety standards. Our team is empowered to play an active role in health and safety processes, allowing us to address issues quickly and efficiently.

Here’s how we make health and safety an integral part of everything we do:

Proactive Risk Assessment and Hazard Management

Before any of our temps begin work, we conduct a comprehensive job order to identify all potential hazards and risks associated with the role and site. This ensures that both the worker and client are fully aware of any specific needs, risks, or concerns that may arise.

Additionally, we complete site assessments before starting any new job placement or within 48 hours of the start time. To maintain an ongoing level of safety, we follow up with site assessments every six weeks or sooner if site conditions change.

Safety Inductions and Training

Every candidate undergoes a thorough safety induction and questionnaire to ensure they are prepared and informed about the hazards of their specific work environment. We also conduct drug and/or alcohol testing based on our clients' requirements. For some clients, we streamline the onboarding process by running safety inductions on their behalf before a temp starts, ensuring that workers hit the ground running while adhering to all safety protocols.

We also provide Site Safe/Construct training and collaborate with clients to facilitate any additional training, tickets, or licenses that might be needed for specific roles.

Monitoring Injuries

By continuously monitoring injuries and near misses, we gather crucial data to identify areas where risk can be reduced. From this information, we develop tailored health and safety initiatives to improve workplace behaviour and mitigate future risks.

Support After Incidents

Accidents will happen, but we ensure the proper support is in place through a dedicated Triage line, available for any worker to use after an incident.

Providing Practical PPE

We supply all necessary practical PPE to ensure our workers are equipped to do their jobs safely.

Providing Ongoing Candidate Care

We believe in follow-up candidate care to ensure that workers feel happy, supported, and safe in their role.

These follow-ups allow us to address any emerging concerns quickly and keep our workers in the loop about ongoing health and safety developments.

Promoting Mental Health and Well-Being

At Tech 5, we create safe spaces for open conversations around mental health, encouraging workers to seek support when needed and helping to reduce the stigma often associated with mental health issues.

Regular check-ins and toolbox talks are part of our candidate care process, giving us the opportunity to gauge how workers are feeling and provide additional support if needed.

Our Commitment to Continuous Improvement

At Tech 5, we’re constantly reviewing and refining our processes based on real-time data and feedback from our workforce and clients. By constantly assessing and addressing potential risks, we can implement industry-leading safety standards that protect our people on the ground.

Top Tips for Job Seekers

Tue, 06 Aug 2024 23:38:15 GMT

Gaining a competitive edge in your job search requires expert guidance and strategic planning. In this blog, we share advice on how to develop an effective job search strategy, craft the perfect CV and ace your interview to land your next role.

Developing an Effective Job Search Strategy

A strategic approach to job hunting can significantly enhance your success rate:

Target Relevant Roles: Focus on positions that align with your skills, experience and career goals. Look for roles where your transferable skills can be an asset.
Be Selective with Applications: Avoid the temptation to apply for every job you see. Tailor your applications to positions you’re genuinely interested in and qualified for.
Stay Organised: Keep track of the jobs you’ve applied for, including details about each application. This will help you stay prepared for when the recruiter or hiring manager calls and any follow-ups.

Crafting the Perfect CV

Your CV is your first chance to make a lasting impression. Here’s how to craft a standout CV:

Understand the Role: Before writing your CV, carefully read and analyse the job description. Identify key skills and qualifications the employer is seeking.
Tailor Your CV : Customise your CV for each job application. Highlight relevant experiences and skills that match the specific role you’re applying for.
Include a Strong Cover Letter: Write a compelling cover letter that explains why you’re a perfect fit for the role. Use it to provide context for your CV and showcase your enthusiasm for the position.

Mastering the Interview

Securing an interview is a significant achievement, but nailing it is crucial. Here are some essential tips to help you excel:

Be Honest: Authenticity is key. Employers appreciate genuine responses and transparency.
Be Confident: Confidence can set you apart. Practice your answers and maintain a positive attitude.
Stay Calm: Manage your nerves by taking deep breaths and staying focused. A calm mind leads to clear, concise answers.
Prepare Thoroughly: Research the company and the role. Prepare questions to ask the interviewer about company culture, learning and development opportunities, and what they expect from you in this role in the coming months.
Listen and Respond Thoughtfully: Pay close attention to each question. Take a moment to gather your thoughts and provide well-considered answers.
Use Specific Examples: Back up your claims with concrete examples from your experience. This adds credibility to your responses.
Maintain Professionalism: Dress appropriately, smile and make eye contact. Professionalism leaves a lasting impression.
Be Punctual: Arrive early (but not too early!) to demonstrate your commitment and respect for the interviewer’s time.

Additional Tips for Job Seekers

Network Actively: Connect with industry professionals and attend networking events. Personal connections can open doors to unadvertised opportunities.
Maintain a Positive Attitude: Job searching can be challenging, but staying positive is crucial. Celebrate small wins and keep pushing forward.
Follow up: After an interview, send a thank you text or email. This simple gesture can set you apart from other candidates and reinforce your interest in the role.

Mastering your job search is all about preparation, strategy, and persistence. Implementing these strategies will put you well on your way to securing the role you desire.

Best of luck in your job search!

Find out more about Our Services or get in touch with one of our Consultants .

Build your Permanent Workforce with Tech 5

Tue, 06 Aug 2024 22:56:02 GMT

Building a strong permanent workforce is essential for business stability and growth. At Tech 5 Recruitment, we specialise in helping companies find the right talent to ensure long-term success.

Let’s chat about how our permanent recruitment capabilities can benefit your organisation.

Understanding Recruitment Costs

Consider the financial implications of your current hiring practices. In the past financial year, how much have you invested in recruitment, and how often have you had to re-hire due to turnover? The cumulative costs of job postings, time spent on recruitment, and potential revenue losses due to vacant positions can be substantial.

Partnering with Tech 5 for permanent recruitment can significantly reduce these costs by providing reliable, long-term hires. Our recruitment process removes all aspects of vetting administration, having a ready-to-go candidate of predetermined criteria and reducing the groundwork required, so as a business, you are presented with a competent candidate for work. This allows you to focus on your core business activities.

The Value of Recruitment Agencies

While job boards like Seek are popular, they don’t offer the option of permanent replacements or the strategic consulting that a recruitment agency does. At Tech 5, we stand by our placements with replacement guarantees, and our experienced consultants provide ongoing support and expert advice, ensuring you make the best hiring decisions.

Saving Time and Enhancing Productivity

Managing the influx of applications from job boards can be overwhelming. Department heads often spend countless hours reviewing CVs, contacting candidates, and conducting interviews. By outsourcing these tasks to Tech 5, you free up valuable time and resources.

Our streamlined process for permanent sourcing includes thorough candidate screenings, reference checks, and detailed interviews, delivering only the most qualified candidates for your consideration.

Leveraging a Ready Talent Pool for Permanent Roles

One of the many significant advantages of working with Tech 5 is our extensive database of pre-screened candidates. These individuals are locally available and ready to contribute to your team immediately. This pre-existing talent pool accelerates the hiring process, allowing you to fill critical roles faster and more efficiently.

Expertise You Can Trust

With over a decade of experience in recruitment, our consultants who specialise in permanent recruitment bring a wealth of knowledge and expertise to the table. Their industry knowledge and expertise enable them to provide tailored solutions that match your unique needs. When you partner with Tech 5, you’re not just hiring a recruitment agency but gaining a trusted advisor committed to your success.

The Tech 5 Advantage

Choosing Tech 5 Recruitment means more than just filling a position; it means building a partnership focused on your long-term goals. Our comprehensive approach to permanent recruitment ensures you get the right people in the right roles, contributing to your company's growth and stability.

Find out more about Our Services or get in touch with one of our Consultants .

Insider Tips to Secure Top Talent

Tue, 04 Jun 2024 22:46:52 GMT

Finding the best talent in a competitive job market can feel like searching for a needle in a haystack.

With a seemingly endless pool of candidates, identifying those who will truly excel in your organisation requires a strategic approach. It may mean you need to rethink your hiring process.

Let's start with what recruiting top talent means.

Recruiting top talent means hiring individuals with a combination of highly desirable skills, expertise, and qualities that match a company’s objectives, values, and culture.

They are seen as the ideal employees for a specific role.

Here’s how you can cut through the crowd and attract top talent for your business, paving the way for growth and success.

Analyse your current workforce and requirements.

This process helps you identify the strengths and gaps within your team, enabling you to determine the specific qualifications and skills needed in new hires.

You will attract candidates who complement your team and bring unique value.

Showcase a strong employer brand.

Your company’s reputation plays a significant role in attracting top talent. Showcase your company culture, values, and employee recognition on your website and social media channels. Give potential candidates a glimpse into what it’s like to work at your company. A strong employer brand can make your company stand out to high-quality candidates.

Use company benefits to attract people.

Top talent often has multiple job offers to consider. Make sure your salary is competitive within your industry. Beyond salary, consider offering benefits that appeal to today’s workforce, such as flexible working hours, professional development opportunities, and a positive work-life balance.

Streamline your hiring process.

A lengthy or complicated hiring process can deter top candidates. Ensure your application process is user-friendly and efficient. Communicate clearly and regularly with candidates to keep them engaged.

Consider Diversity & Inclusion

Expand your talent pool by using various recruitment methods, including social media or diversity-focused organisations, to reach a diverse pool of candidates. Also, consider tweaking your job descriptions to be more inclusive.

A diverse workforce brings different perspectives, experiences, and ideas to the table.

An environment where everyone feels valued and included can attract top talent, improve employee satisfaction, and gain a competitive advantage.

Partner with a recruitment agency.

Partnering with a recruitment agency like Tech 5 can further enhance your efforts by providing industry expertise, an extensive network and an efficient screening process tailored to your business.

Recruiting top talent is always a challenge without careful planning, so the first step is to be informed about what the best talent is currently looking for in similar roles.

Consider how you can tweak a position or job offer to make your organisation stand out from the competition. It's all about prioritising people and focusing on the bigger picture.

Once you integrate these practices into your recruitment, sourcing and recruiting top talent will become a repeatable practice.

If you’re looking to partner with a recruitment agency, contact us and let us help you navigate the competitive job market with ease.

Benefits of Hiring Temp Staff

Wed, 08 May 2024 03:04:18 GMT

In the fast-paced business world, adaptability is paramount to success. Companies must be agile enough to respond to changing market dynamics, unforeseen challenges, and fluctuating demand.

One solution that offers businesses the flexibility they need to thrive is temporary staffing. In this blog post, we'll discuss why temporary staffing makes perfect sense for businesses and how Tech 5 Recruitment can be your strategic partner in workforce management.

Benefits of Temporary Staffing

Cost-Effectiveness

Hiring temporary staff can be cost-effective, especially for unexpected short-term or specialised roles. With temporary staffing, businesses can carefully manage staffing expenses to suit business requirements, thereby reducing overhead costs and maximising operational efficiency.

Flexibility

Temporary staffing provides businesses with the flexibility to adjust their workforce size according to fluctuating needs.

Whether you need additional manpower for a short-term project or to cover employee absences, temporary staff can quickly fill the gap with minimal downtime or notice required.

Maintain Productivity

When you need urgent staff to cover and do not have time to recruit, temporary staffing is an effective solution for maintaining productivity and scaling up your workforce quickly.

Access to Specialised Skills

Temporary staffing agencies like Tech 5 Recruitment have access to a vast pool of talented professionals with specialised skills and expertise, allowing you to tap into a diverse range of candidates to meet your specific needs.

How Tech 5 Recruitment Can Help Your Business

Contingent Workforce

We understand that every business has its own set of challenges and requirements. Tech 5 partners with your business applying a solution-focused approach using a flexible/project-based workforce. Businesses that utilise a contingent workforce can adapt to changing demands, control costs, and access specific skills as needed.

Comprehensive Support

From candidate sourcing and screening to onboarding and payroll administration , Tech 5 Recruitment provides comprehensive support throughout the staffing process. Our recruitment process removes all aspects of vetting administration, having a ready-to-go candidate of predetermined criteria and reducing the groundwork required, so as a business, you are presented with a competent candidate for work. This allows you to focus on your core business activities.

Safety First

We take health and safety very seriously; every role is individually assessed prior to the placement of any suitable candidate. This is a fantastic opportunity for our business to walk through the expectations while onsite and understand first-hand hazards our team will need to be aware of.

Site Safe and Drug Testing can also be provided.

Temporary staffing offers businesses a strategic advantage in today's dynamic market. By partnering with Tech 5 Recruitment, you can discover the full potential of temporary staffing to drive business growth and success.

To know more about Our Services, visit our website here or get in touch with one of our Consultants .

Who's Responsible for Providing PPE? Your Guide to Workplace Safety

Wed, 22 Nov 2023 00:21:28 GMT

Health and Safety in the workplace is paramount for both employers and employees. Under the Health and Safety at Work Act 2015, employers are legally obligated to maintain a safe and healthy work environment. This encompasses identifying and mitigating risks, offering proper training, and supplying necessary safety equipment, including PPE. Employers must take proactive measures to create a hazard-free workplace, ensuring the well-being of their employees.

A common question that often arises is whether employees are required to pay for their own Personal Protective Equipment (PPE).

Paying for Your Own PPE: When Is It Required?

The default answer to the question of whether employees should pay for their own PPE is no! In most cases, it is the responsibility of the employer to provide PPE to ensure that employees can work safely. However, there are some exceptions to this rule:

Personal Preference

Some employees may have personal reasons for wanting to use their own PPE, even if the employer provides suitable gear. For example, they may prefer a particular brand or supplier or want additional items to what is being provided. In such cases, employees can choose to purchase their own equipment.

PPE Return Agreements

If an employee fails to return the PPE provided when they finish their job or employment, the employer may have the right to request the employee to reimburse them for the equipment. This should be clearly stated in an agreement made before commencing the job.

Damage or Negligence

If an employee intentionally damages the PPE or behaves negligently, causing damage to the equipment, the employer may require the employee to cover the cost of replacing the PPE. This, too, should be outlined in an agreement before issuing any PPE.

To sum it up, employers are required by law to offer a safe working environment, which includes providing appropriate PPE. Employers should not expect employees to bear the financial burden of their safety equipment, nor should they require employees to purchase PPE from the employer before starting a job.

As an employee, if you have concerns or questions regarding PPE in your workplace, it's essential to communicate with your employer. If you find yourself in a situation where you are compelled to pay for your PPE, don't hesitate to seek advice or clarification. The primary goal is to ensure that all workplaces are safe for everyone, and this is a joint responsibility shared by employers and employees.

For further information or questions about your legal obligations or aspects of employment law, feel free to reach out to our Tech 5 employment law specialist, John Dustow.

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

The True Cost of a Bad Hire

Thu, 09 Nov 2023 01:30:11 GMT

For any business, hiring the right talent is a pivotal decision. A good hire can propel a company forward, while a bad one can have far-reaching consequences that go beyond just financial losses.

A "bad hire" commonly refers to an organisation hiring an individual who turns out to be a poor fit for the job or the company. This typically happens when the hired employee does not meet the expectations and requirements of the position they were hired for, and their performance and behaviour in the workplace fall significantly short of what was anticipated.

It's also essential to recognise that the term "bad hire" isn't a reflection of the individual's character; rather, it signifies a mismatch between the employee's skills, qualities, or performance and the job's requirements and the organisation's needs.

Hiring the wrong person for a job is a more common occurrence than one might assume. According to an article piece from SCOOP , 98% of New Zealand hiring managers have hired an employee who did not meet expectations, primarily because of a mismatch of skills (49%), the candidate not keeping commitments (37%) or underqualified candidates (35%).

In this blog, we'll explore the DIRECT and INDIRECT costs of a bad hire and how a recruitment agency like Tech 5 conducts a comprehensive pre-employment process to help mitigate these risks.

Direct Costs of a Bad Hire

Recruitment Costs

The process of recruiting a new employee involves advertising, screening, interviewing, and onboarding. When a bad hire is made, these costs go to waste, as the candidate is ultimately not a good fit for the position.

Training Expenses

Companies invest significant resources in training new employees. If a bad hire doesn't meet expectations or leaves shortly after being hired, all training costs are essentially lost.

Salary and Benefits

The salary and benefits provided to the bad hire represent a direct financial loss. Not only does the company pay for unproductive work, but the money could have been invested in a more suitable employee.

Legal Fees

Handling the departure of a bad hire can be both time-consuming and costly, especially when legal proceedings come into play.

Indirect Costs of a Bad Hire

Decreased Productivity

A bad hire often leads to decreased team productivity and morale. Co-workers may have to pick up the slack, leading to increased stress and potential burnout.

Employee Turnover

Bad hires can have a domino effect, leading to the departure of more skilled and capable employees who are frustrated with the situation. High employee turnover adds to the company's recruitment costs and reduces overall stability.

Damaged Reputation

A bad hire can harm a company's reputation, both internally and externally. It can lead to negative employee reviews and even deter potential clients or customers.

How Tech 5 Recruitment Mitigates the Risks

Skills Assessment

We assess candidates' skills thoroughly to ensure they possess the necessary competencies for the job. This reduces the chances of hiring someone unqualified for the position.

Reference Checks

We conduct thorough reference checks to verify a candidate's work history and qualifications, helping to prevent dishonest or unqualified hires.

Criminal History Checks

To ensure the safety and security of the workplace, Tech 5 conducts criminal history checks on potential candidates.

Health and Safety Training

In positions where safety is paramount, Tech 5 provides health and safety training to candidates, ensuring they are prepared for the specific requirements of the role.

Cultural Fit Assessment

Tech 5 goes beyond just assessing skills and qualifications. We also evaluate a candidate's cultural fit with the company to reduce the chances of hiring someone who doesn't align with the organisation's values and goals.

Contingent Workforce

Tech 5 also specialises in providing a flexible/project-based workforce. Businesses that utilise a contingent workforce have the flexibility to adapt to changing demands, control costs, and access specific skills as needed without committing to long-term employment contracts.

In conclusion, the costs associated with a bad hire extend well beyond the initial recruitment and training expenses. They encompass decreased productivity, damaged reputation, and even employee turnover.

Tech 5 Recruitment understands the significance of minimising these costs through a comprehensive pre-employment process that includes skills assessment, reference checks, criminal history checks, health and safety training and utilising a contingent workforce.

By partnering with a recruitment agency that prioritises these factors, companies can significantly reduce the risks associated with bad hires and ultimately build a stronger, more productive team.

To know more about Our Services, visit our website here or get in touch with one of our Consultants .

Employers - Recognise and Support Mental Health in the Workplace

Sun, 17 Sep 2023 23:28:38 GMT

In today's fast-paced world, mental health awareness is no longer just a buzzword; it's a crucial aspect of a healthy and productive work environment. Employers are increasingly understanding that a mental health diagnosis is a recognised illness within the employment sector, and they have a responsibility to ensure their employees' mental health needs are reasonably met.

In this blog, we'll delve into why employers must recognise and address mental health in the workplace, along with key steps to promote a mentally healthy work atmosphere.

Employer Responsibility under Health and Safety Legislation:

Employers have a legal responsibility under the Health and Safety at Work Act to minimise harm in the workplace, and this includes mental health harm. When an employee comes forward with mental health concerns, employers should approach the situation with an open mind, empathy, and kindness. It's their duty to do what is reasonable to address these concerns and create a supportive work environment. By doing so, employers not only fulfil their legal obligations but also foster a culture of trust and well-being.

Identifying the Sources of Mental Health Problems:

Mental health issues and challenges can stem from problems within the workplace itself or things that are unrelated or external to the workplace. Stress and burnout - driven by heavy workloads and demanding deadlines - are prevalent challenges. Additionally, workplace bullying and harassment can be detrimental to mental health. Genuine anxiety around meeting targets can also contribute to mental health problems.

There is a vast range of issues outside of work that can also cause mental health issues that impact our ability to work, and an employee who is overwhelmed with emotional issues at home may have trouble prioritising and staying focused at work.

Regardless of whether issues arise from an employee's personal life or stem from their employment, it is difficult for an employer to address and remedy things affecting their employees if they don’t know about them.

By communicating your struggles, where possible, the employer can proactively address and mitigate them, or provide appropriate support.

Encouraging Open Communication:

An atmosphere of open communication is essential for addressing mental health concerns. Employers should encourage employees to feel comfortable being open, honest, and communicative about their mental health. It should be made clear that if something at work is disturbing their mental health, they must promptly raise these issues with their employer. Transparent communication is essential to finding solutions.

Employers should also encourage professional help so employees can receive an accurate diagnosis, ensuring they receive the proper support and accommodations tailored to their needs.

In conclusion, employers have a significant role in recognising and supporting mental health in the workplace. By understanding the legitimacy of mental health diagnoses, identifying potential sources of stress, fostering open communication, and fulfilling their responsibilities under the law, employers can create a work environment where mental well-being is a priority.

By working together, employers and employees can build a workplace that values mental health, fostering trust and confidence while promoting overall well-being.

Break Entitlements in the Workplace

Wed, 12 Apr 2023 02:39:06 GMT

As an employer, it is essential to understand your obligations regarding break times at work. All employees are entitled to their statutory breaks, and failure to provide appropriate break times can lead to burnout and decreased employee productivity, impacts health and safety protocols, and even has legal repercussions for employers.

When establishing what break times an employee should get, there needs to be an agreement between the employee and the employer, for example, break allowances written into an employment contract. If there is no agreement, employers must adhere to the timings described in employment law. In all workplaces, it is best to come to a reasonable compromise between you and your employer.

Despite break times being important for employee wellbeing and a legal requirement, we sometimes see a trend of insufficient break times being provided to workers in specific industry sectors, so let’s take a closer look at the key aspects of break time regulations and what employers should know to comply with the law:

1. Meal Breaks vs Rest Breaks

The first thing to understand is that there are two types of breaks: meal breaks and rest breaks. Meal breaks are typically longer and are meant to provide employees with time to eat a meal. For most, these are unpaid. In contrast, rest breaks are shorter and intended to provide employees with a brief rest from work. These rest breaks are paid breaks.

2. Length of Breaks

According to the New Zealand Employment Law, you should receive the following break/meal times:

4-6 work hours = 1 x 10 minute break (paid) and 1 x 30 minute meal break (unpaid)
6-10 work hours = 2 x 10 minute break (paid) and 1 x 30 minute meal break (unpaid)
10-12 work hours = 3 x 10 minute break (paid) and 1 x 30 minute break (unpaid)
12-14 work hours = 3 x 10 minute break (paid) and 2 x 30 minute meal breaks (unpaid)

3. Penalties for Non-Compliance

Finally, it's important to understand the penalties for non-compliance with break-time regulations. If an employer is not providing appropriate breaks, their actions can result in a personal grievance resulting in Penalties of up to $20,000 per breach. Furthermore, if there is an accident on site and this accident can be fully, or partially attributed to noncompliance with break requirements, the employer could face prosecution under the Health and Safety at Work Act which carries a potential term of imprisonment.

Breaktimes are a legal right for all employees. If you’re one of our Tech 5 employees and are not getting the appropriate breaks on your placement, raise it with your immediate supervisor. If that doesn’t work, then escalate the issue to your Tech 5 consultant.

If you’re not a Tech 5 candidate, contact your union delegate or a suitable employment law representative.

For information or questions about your legal obligations or rights regarding break times or any other aspects of employment law, feel free to reach out to our Tech 5 employment law specialist, John Dustow.

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

Your HR Tip on End-of-Year Functions

Thu, 14 Nov 2019 09:55:12 GMT

Rewarding your hard-working staff with a day or night out filled with fun, laughter, and a chance to reflect on a successful year is a fantastic idea. However, like any well-intentioned function, it can turn into an HR nightmare if not handled wisely.

Here are some tips to ensure your post-celebration work environment isn’t awkward:

Plan Thoughtfully

Strike a balance between planning and spontaneity. You can't please everyone, so focus on creating enjoyable plans and sending out invites without overthinking every detail. Remember, the goal is to bring everyone together to unwind and celebrate the year. Also, if you are planning an event centred around alcohol, avoid scheduling the function on a day/evening when you expect your staff to work productively the next day – it's both unfair and unrealistic. This is especially important if you have staff that use plant or machinery, or drive as part of their employment.

Whilst work functions have traditionally been centred around bars and alcohol, these days there are many more fun options to consider such as team challenges like Amazing Races and Escape Rooms, cooking experiences, group painting classes, and much more – many facilitated by professional service providers to save you on the organising and admin!

Choose a Sensible Location and Activities

While an outing to Rainbow's End may sound fun, it might not be the best idea for a work function. Health and safety regulations still apply. Fun ideas like "drink a bottle of bourbon and race go-carts" might sound exciting, but it's essential to be sensible. You don't have to break last year's alcohol consumption record to have a good time. Ensure your activities are suitable to the people you are inviting – so think daytime family-friendly picnics or BBQs with minimal alcohol where children and partners are invited and save the inner-city venue and bar tab for adult attendees only.

Set Boundaries on Alcohol

Alcohol is often part of the celebration, but unlimited bar tabs can lead to issues and regrets. Set a limit on the bar tab based on the number of attendees to avoid the chaos that comes with excessive drinking, and don't forget to keep an eye on that one colleague who pushes the limits. Setting boundaries protects both your employees and your reputation.

Consider Non-Alcoholic Options and Provide Food

Not everyone drinks, so ensure you have alternatives available. A bottle of Coke on the corner table won't cut it. Provide a variety of non-alcoholic options to accommodate everyone's preferences. If you are serving alcohol, make sure you also provide a substantial meal or food options... a bag of Bluebird chips and a bowl of dip won’t cut it!

Ensure Safe Transportation

Responsibility doesn't end with the last drink. Make sure everyone has a safe way to get home. Don't just dismiss the crowd with a casual "See you tomorrow." Consider providing transportation options or arranging for designated drivers to ensure everyone gets home safely.

Moderate Your Own Fun

It's your celebration too, and it's perfectly fine to enjoy yourself. Undo that top button, release the tie, and join in the festivities. However, moderation is key. Remember, you're still in a professional setting, and too much fun can become the water cooler talk the next day.

By following these simple steps, you can ensure that alcohol, often the HR practitioner's nemesis at functions, doesn't become a source of stress. For more HR advice and information about our services, check out Tech 5's HR Advisory Services.

Contact Tech 5's Employment Law Specialist, John Dustow, for further HR assistance regarding any issues that may arise from your Christmas Function. Cheers to a successful celebration!

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

Show Me Some Love!

Wed, 04 Sep 2019 10:50:04 GMT

In an environment where there are so many choices for employees to venture out and try new things, it is important for a company to be that point of difference when it comes to how they treat their employees. As soon as an employee feels they are no longer valued, they will start to look elsewhere. Now, most times, the Company does value their employees, but the way they show that value is often a one size fits all model. Unfortunately, everybody feels value in a different way.

Dr. Gary Chapman is the author of the best seller book, “The 5 Love Languages”. The book was originally written for couples to connect and understand each other and their needs. However, this book is also perfect for any relationship. In this case, the employee-employer relationship! In this book it details how everyone has a unique way in how they feel appreciated and valued.

The 5 Love Languages are:

Words of Affirmation – Some people need to be told how well they are doing. When they are told that, they feel like they are valued and people care about what they do.

Quality Time – No we’re not suggesting you need to take these employees out on “dates”, but sitting down with them and having a conversation may mean the difference of whether they start looking for another job. Quite often, we are very busy people and don’t think about how much our presence or “time” as management can actually do to lift up someone’s morale.

Receiving Gifts – For some (if not most), an unexpected gift can go a long way. It shows that you were thinking about them and because of that, they feel valued. The trick with this one is to not over do it as then it becomes an expectation. A simple restaurant gift card and saying “take the afternoon off and spend it with your family” can send a rush of endorphins through the body and make them feel special.

Acts of Service – In the book, this refers to a husband doing things for their wife that they may appreciate. May include (cooking dinner for her, cleaning the house,etc.) In an employment relationship, it’s actually flipping it around and allowing your employees to do something for you. Some employees get a kick out of “serving” and having that service appreciated. A simple “hey Joe, I’m really snowed under, would you have time to do this for me?”. Then when it’s done, “Wow, thanks so much, I don’t know what I would have done without you”. Simple acts and words like that can make someone feel like they are needed and valued. Now, this isn’t an excuse to make someone do all the rubbish jobs. The more important a job you “delegate”, the more they feel appreciated and valued.

Physical Touch – Now, team, leave this one in the book and never bring it out. In this world, a seemingly innocent touch can lead you in a whole heap of trouble, so no touching !

The trick here is understand your staff. It’s not a one-size-fits-all situation. Some will say “words are cheap, show me the money” – these would be more inclined to want to receive gifts. Then you’ll know people that will say “you can’t buy my loyalty” – these people may be inclined to want to hear some words of affirmation. But, remember, some may have a mixture of a couple, so don’t put them in a box. When you actually start to look for little signs, you’ll start seeing things that you may not have noticed. Everyone will have their own combination of these “languages” that make them tick. You get this right and people will stay loyal and want to work harder! That’s a win/win in my book.

View more information about Tech 5's HR Advisory Services

If you want us to assess your team and get the inside “oil” for you, give John Dustow, our Employment Law and HR specialist, a call and he’ll do the hard work for you while you get all the credit!

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

Recruitment vs Retention

Wed, 17 Jul 2019 10:58:21 GMT

As a recruitment provider, we will always strive to assist your company in recruiting the best talent available in the market. The trick is getting the talent to stick! Unfortunately some employers overlook the fact that recruiting a new employee is only one of many steps that contribute to the overall employer/employee relationship, and therefore retention.

Now let’s drill down on this point!

The sign of a strong and happy workforce is the ability to retain good staff. Anyone can attract talent by offering good money/packages and portraying the illusion of an ideal workplace. But, when the honeymoon period ends and it is business as usual, some managers/employers fail to continue to nurture the relationships within their workplace.

When I engage with Managers/CEOs of businesses who have a high staff turnover rate, I ask them what they do to try and retain their people. The majority of respondents tell me that they pay their staff well and can’t understand why they continue to have to recruit to replace. Even when a staff member resigns, they tell me they try and retain the employee by offering a pay rise.

To gauge more of an understanding of the situation, I ask these employers a couple of simple questions:

What did the departing employee do for fun outside of work, such as hobbies and interests?
What projects or initiatives did this employee contribute to within the company?

More often than not, the responses I get for question 1 are very generic to non-existent. Simply knowing “John likes sport and plays golf” is very shallow. For question 2, I often get blank looks and there is some confusion.

Why do I ask these questions? Because I get to understand how valued the staff member was made to feel.

We, as humans, have an inherit need to be valued. Getting to know your employees and what makes them “tick” shows that they are not “just a number” within the organisation, but that the boss actually takes an interest in their life outside of work.

If an employee can be made to feel a part of the company by giving them some responsibility or even asking them what they think about a problem/solution, they are made to feel a part of the direction the company is going.

This is an old saying and it can attract a lot of funny answers, but the sentiment is real! Studies have shown that 80% of staff make the decision to stay or leave a company by the way they are managed day-to-day within the company, not necessarily by the pay packet they get.

The salary amount is often what attracts an employee to the company, but once in, it plays only a small part of the equation. Why? It’s simple psychology: people are paid weekly/fortnightly/monthly. This means pay only has a relevance once a week/fortnight/month in an employee’s life. What’s happening on all other days? If a staff member feels like they are being bullied, mistreated or gets the impression that they are not valued on a day-to-day basis, their pay packet will only hold them for a short period of time. Employees are looking to be appreciated and feel valued within an organisation – it’s that which helps you retain the good staff you have.

Workplace Assessment

If you feel your workplace needs a bit of a lift or is running a high staff turnover ratio, why not give us a call? Tech 5 can visit your workplace and give it a full independent “WOF” to see how your staff feel and what could be done to improve retention. For a confidential no obligation chat, feel free to contact myself – John Dustow – your HR and Employment Law Specialist.

JOHN DUSTOW – E: johnd@tech5.co.nz | P: 027 855 9989

View more information about Tech 5's HR Advisory Services

Frequently Asked Interview Questions

Thu, 16 May 2019 11:03:33 GMT

Seek has recently completed a study of over 3000 interview questions to understand those that are most frequently asked. Have a read!

The top 5 most-asked motivation interview questions:

Why are you interested in working at this organisation?
What’s your understanding of the role and why are you interested?
Tell us about a team you’ve worked in that enabled you to do your best work? What was it about the team that made you do your best work?
What work achievement are you most proud of?
What parts of your current role do your really love?

The top 5 most-asked situational interview questions:

If you had two important deadlines coming up, how would you prioritise your tasks?
What steps would you take to make an important decision on the job?
You realise that an early mistake in a project is going to put you behind deadline. What do you do?
How would you handle working closely with a colleague who has a different working style to you?
What would you do if you made a strong recommendation in a meeting, but your colleagues decided against it?

The top 5 most-asked behavioural interview questions:

At times you will be asked to do many things at once. How do you prioritise your tasks
Have you ever worked in a role where priorities and goals have changed frequently, what were they and how did you ensure you were successful in that environment?
Can you share with me some constructive feedback you’ve received and how you’ve used that feedback to chance the way you work?
Tell me about a time when you’ve given a team member feedback? How did you approach it and what was the outcome?
Tell me about a project or idea that was implemented or executed upon successfully because of your efforts?

In terms of skill sets there are four core skills that those who hire should be focusing on:

Organisational skills, such as time management or research skills
Communication skills , such as listening and writing
Interpersonal skills, like empathy and flexibility
Analytical skills, such as critical thinking and problem solving

Source: SEEK